Thursday, 13 July 2017 14:35

Why do you need HR in your business?

 

Why do you need HR in your business?

 

Most people start up a business because they have a passion or a skill in a particular area.  If only businesses could be ran by passion and skills alone!  

But there are always going to be additional areas to your business that you can’t do alone.  Maybe you just don’t have the time or it's something that you cannot do.  Hence why accountants and marketing companies are so busy.  But what about HR?  Why do you need HR in your business?

 

Firstly, HR covers much more than just treating your staff well.  They cover all kinds of employment legislation such as absences, disabilities, holidays, contracts, disciplinaries, grievances, equality, data protection, working hours, etc, etc, etc.  The list can go on and on!  HR professionals are experts in their fields and not as expensive lawyers.  You might think that you don’t need a disciplinary policy for example.  And if you do, you can simply google it, right?  Right, you will find a decent policy online.  But will it give you specific inside info on how to handle the whole process properly?  Is it up to date with current legislation?  Will it tell you what to do if things become a bit more complicated?  And will it be comprehensive enough to defend your business at a tribunal court?  With so much conflicting advice online, it helps to have an expert on hand to go to.

 

Secondly, there are so many areas that HR can not only support your business on, but positively boost your business on.  HR can advise and train you on key leadership skills, show you how to improve your staff performance to increase profits, how to lower absence rates to save your business money, how to recruit the right staff to take your business to the next level.  All this and more!

 

Thirdly, and most importantly, HR gives your business a professional structure to allow it to grow and develop so you can truly achieve your dreams.  HR professionals are there to answer all the little niggly questions and deal with all the minor issues before they become horrendously massive.  Leaving you more time, energy and resource to focus on what you love doing, growing your business.  

 

So tell me why you need HR in your business. 

 

Just comment below and let us know what HR issues keep you awake at night?  What causes you the most pain with your employees?  What would it mean to you if your time wasn’t tied up in dealing with people issues, if everyone in your team turned up for work regularly and on-time and just got on with the job?

 

I can’t wait to hear from you.  

 

Published in HR Blog...
Tuesday, 31 May 2016 12:21

What should I do about a grievance?

What should I do about a grievance? 

 

We are often asked to advise clients on what to do about a grievance.  But first of all, you have to establish if the complaint is actually a grievance or not!  This may seem straight forward, but it can be a difficult issue. 

Firstly, an employee does not have to state that they wish to raise a grievance; they simply have to bring a complaint to their supervisor or manager.  This can be either verbal or written. 

Verbal Grievance

When a supervisor or manager becomes aware of an issue, they must take all reasonable steps to resolve it.  A verbal complaint is informal and so can be dealt with relatively quickly.  While there is no requirement for written documents, you should use your judgement on the seriousness of the issue and always make a written record.  The record could be something as simple as a note in your diary with the details of the issue and the outcome.  Or perhaps a written file note in an employee’s file.  This will be helpful if the situation continues or escalates. 

Written Grievance

This is a formal grievance raised by an employee in writing.  It can be by an email or letter.  It doesn’t have to state that it is a grievance and it doesn’t have to be signed or dated.  Any form of written complaint should be treated as a formal grievance. 

There is a statutory grievance procedure that you should follow, even if you are unsure if the employee intends the complaint to be a grievance or not.  You can access your free grievance procedure by clicking here – free grievance procedure. 

In short, you should meet with the employee and give them the opportunity to explain their issue in full and indicate what they feel would be a suitable resolution.  You should then decide what, if any, action is required.  It is possible to deny a grievance if you feel there is no action required.  However, if the complaint is substantial, you may need to take disciplinary action against the offender. 

You should always be mindful of any potential discrimination issues.  Grievances may not always be straight forward and may also cross over with disciplinaries or absences.  If you feel things are becoming complicated, it is vital that you get professional HR advice to avoid any tribunal claims which may arise. 

Our HR advisors are fully qualified and experienced in handling complex grievance issues and are here to help you manage your grievance safely. 

 

Contact us on 01382 250333. 

Published in HR Blog...